"Aging" Of Textile And Garment Workers Shows Difficulties In Recruiting Workers

It is understood that before and after the Spring Festival, recruitment difficulties and shortage of labor have almost become the biggest problem puzzling the development of enterprises.

In February this year, the Liaoning investigation team of the National Bureau of statistics selected a representative labor-intensive industrial enterprise to conduct special research based on the actual characteristics of Liaoning.

The survey involves general equipment manufacturing, special equipment manufacturing, non-metallic mineral products, rubber and plastic products, etc.

There are 276 major labor intensive enterprises in 30 industries, including metal products industry, agricultural and sideline food processing industry.

Four characteristics of recruitment and employment

35-45 year old workers occupy the mainstream of employment.

Survey data show that 62.8%

The main age range of employees is 35-45 years old, with the highest proportion. 20.7% of the employees are mainly 45-55 years old.

In addition, enterprises aged 25-35, 55 and below 25 accounted for 14.9%, 1% and 0.6% respectively.

Of the sample enterprises surveyed, 88.5% of the labor-intensive enterprises had female workers, and 65.9% of them had migrant workers.

The number of migrant workers accounted for about 35% of the total number of workers surveyed.

The remuneration of skilled personnel is relatively good.

According to the survey, the demand for skilled personnel in labor-intensive enterprises is relatively large, and the wages and benefits are also relatively good.

For example, many enterprises in Fuxin have offered generous remuneration when recruiting skilled workers. After 1-3 months' probation period, they have to pay old-age insurance for their workers. 3-5 years of working experience, skilled workmen and machine tool repair workers earn more than 3500 yuan per month, and the monthly wages of skilled workers in developed areas such as Shenyang and Dalian even reach 5000-8000 yuan.

Skilled workers are still popular among enterprises.

According to the survey data, 56.4% of the enterprises with the most demand for skilled workers are the most skilled workers, and 24.8% of them are the second most skilled workers.

In addition, enterprises that need sales personnel, R & D personnel and management personnel account for 12.3%, 4.2% and 2.3% respectively.

The demand for skilled workers is mainly concentrated in the labour intensive industries, such as clothing industry, food processing industry and so on.

For example, Xingcheng

There has been a great demand for skilled machine workers, but at present, the supply is in short supply. Several large swimsuit enterprises such as Dawei, Yansha, Yuli and Qi Hai have indicated that although September is the peak of the swimsuit enterprise's employment, at present, as long as there are good machine workers, they will directly employ.

"Helping others" is the mainstream way of training employees.

According to the survey, labor-intensive enterprises pay more attention to the training of professional skills, but the training methods are relatively conservative.

Of the surveyed enterprises, 71.7% of the enterprises will carry out specialized skills training for their employees.

Of the enterprises with skills training, 88.8% of the employees' training is mainly "internal communication"; 6.2% of the enterprises will entrust professional training institutions for training; 3.8% of the enterprises will participate in the training organized by the government departments; 1.2% of the enterprises will send their staff to relevant institutions for further education.

New changes in recruitment

The phenomenon of lack of work has been alleviated.

The survey sample enterprises generally reflect that the current recruitment is easier than that of the same period last year, and the recruitment plan for most of the recruitment needs is relatively smooth.

For example, 2 sample enterprises in Fuxin plan to recruit 15 people, and 13 workers have been completed.

Among them, Huafeng food (Fuxin) Co., Ltd. has recruited 10 people, the completion of the year changed better.

Recruitment is more diversified.

According to the survey, enterprises can adopt a variety of recruitment methods to ensure that employees' skills match, pay benefits and other information symmetry, so that enterprises can accept and afford.

According to the survey data, 48% of the enterprises mainly employ internal recommendation (recommended by employees and friends), and 38.3% of the enterprises mainly recruit workers through the talent market.

In addition, employment agencies, such as career agencies, online newspapers and television media, campus recruitment or other ways, accounted for 5.2%, 4.5% and 4% respectively.

The form of employment has changed.

According to the survey, some labor-intensive enterprises, in order to save labor costs, no longer fixed the number of employees, leaving only a small number of skilled workers and managers.

Basically, these enterprises organize production by taking orders, stop work without orders, and dissolve workers in situ.

The person in charge of the Rongda refrigeration plant in Shenyang said: "the mobility of the front-line workers is large. When there is no order, the workers will walk away. The enterprises are now recruiting when they have many orders, and the order will be used less or not, and the main ones are temporary workers."

Machine substitution is in its infancy.

According to the survey, under the plagued by the increasing labor cost and the difficulty of recruiting workers, some enterprises began to consider replacing the labor by purchasing more advanced and highly automated equipment, and implementing the strategy of "machine substitution".

For example, Fuxin Huatong Pipeline Co., Ltd. in the past 3 years, through the purchase of 17 million 350 thousand yuan equipment, reduced the employment of about 100 people.

However, compared to the cost input needed to update the equipment, the comparative advantage of Liaoning's labor resources is still more obvious. The real implementation of "machine substitution" is very rare.

In the relatively developed areas such as Shenyang and Dalian, in the past 60 years, no more than 3 labor-intensive enterprises have been able to reduce the number of employed personnel by means of "machine substitution".

Problems are worth paying attention to.

The shortage of orders results in the weakening of demand for use.

Of the sample enterprises surveyed, only 21.6% of the sample enterprises had a recruitment plan in the first quarter, down 6.7 percentage points from the same period.

33.1% of the enterprises had workers leaving or dismissed, and the number of workers was reduced.

The employment attitude of enterprises tends to retain the existing employees, maintain the stability of employees, and reduce the demand for employment.

From the survey, the shortage of orders and the lack of production are the main reasons for the reduction of labor demand.

Such as Shenyang Zi Qiao Wood Industry Co., Ltd., due to the serious shortage of orders, enterprises have not dared to recruit large quantities of workers. The demand for recruitment in the first quarter decreased by 30 compared with the same period.

The increase in labor cost crowding corporate profits.

According to the survey, with the continuous rise in the cost of labor, the profit margins of enterprises have been continuously compressed, which makes the labor-intensive small and micro industrial enterprises with poor operating conditions and low profit levels feel pressure.

According to the manager of Xingcheng bolbolun swimsuit factory, labor expenditure is already a major part of the operation of the enterprise. The enterprise mainly takes swimwear as the substitute processing business. Usually, each swimsuit can earn a processing fee of around 7 yuan, but about 5 yuan will need to be paid to the workers. After deducting electricity charges, taxes, consumption and so on, each swimsuit has only about 0.8-1 yuan profit.

The loss of highly skilled talents in underdeveloped areas is serious.

According to the survey, the development of various regions in Liaoning is uneven, and there is a big gap between the wage and welfare level and the living standard among different regions, leading to a large number of employees with certain professional skills to "escape" from the economically underdeveloped areas.

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Structural labor shortage still exists.

Many executives say there is a contradiction between recruitment needs and job demands of job seekers, resulting in a shortage of structural labor shortages.

On the one hand, labor intensive enterprises have higher requirements for recruitment in order to ensure efficiency.

For example, the demand for female workers in textile and garment enterprises accounts for nearly 70%.

Heavy industry generally only recruits 16-35 year old young migrant workers.

Some highly skilled and highly skilled jobs are highly paid, but the job skills of job seekers can not be well matched with the positions of enterprises and fail to meet the requirements of enterprises.

Liaoning Qiming Auto Electric Co., Ltd. has not recruited a worker up to now. The official said: "the enterprise is small, and has no energy to carry out systematic post training for new recruits, while the former candidates generally have problems such as professional mismatch, lack of work experience and so on. They can not find the right candidates and delay the recruitment process this year."

On the other hand, the salary and working conditions of enterprises can not meet the psychological expectations of job seekers, and job seekers are unwilling to give in.

Jinzhou run Mei Mei Garment Co., Ltd. has only completed 40% of the recruitment plan so far. The head of the company said: "at present, domestic labor costs continue to rise, while the efficiency of industrial enterprises is poor, and the wages of workers are not improved, so it is difficult to recruit suitable workers."

The aging of workers in textile and garment industry is beginning to show.

The survey shows that the age structure of workers in textile, clothing and other industries is relatively large.

It is understood that the low level of production activity, repetitive labor and not accepted by young people are important reasons for the "aging" of workers in such enterprises.

Fuxin baindan Qi Clothing Co., Ltd. reflects that garment processing requires certain skills, and a period of post training is needed before entering the workforce. Most of the employees are over 40 years old. Recruitment is not a problem in the next 3-5 years, but now young job seekers are engaged in training.

After 5 years, if the enterprise wants to continue to recruit workers, the situation is hard to say.

Measures for stable employment of enterprises

According to the survey, with the continuous improvement of the standards of job hunting, skilled workers' job hopping is very common.

83.2% of the surveyed enterprises indicated that the first-line skilled workers were most frequently changed.

Under the current downward pressure on the overall economy, labor-intensive enterprises have adopted measures to stabilize employment and avoid brain drain and ensure the normal production and operation of enterprises around the two sections.

In order to raise the wage level of employees as the main means.

In order to stabilize the workforce, most enterprises adopt material incentives as the main measures.

For example, Kaiyuan Shengli animal husbandry has adjusted the annual wages of the old workers, increasing 100 yuan a year, and the highest working age wage is 300 yuan.

Strengthen humane management and play "emotional cards".

Of the 12 enterprises surveyed in Fuxin, 4 enterprises took paid vacation and promotion measures for special (scarce) talents; 3 enterprises organized colorful employee activities.

Sign employment contract with incoming workers.

Of the 30 enterprises visited in Shenyang, 52.3% said they would stabilize labor through signing labor contracts. Through contract constraints, they would need to inform the enterprises ahead of time if they wanted to quit.

Take Liaoning Yuanyang Food Co., Ltd. as an example, new employees usually sign 1 years of labor contracts, contract 3 years of labor contracts for a year, stabilize labor contracts with labor contracts, and avoid the significant flow of front-line workers.

We should adopt flexible working mechanism to reduce wages.

It was found in the survey that some enterprises, when the order was small, and the workers did not work well, they laid off their employees and set the basic wage, so that they could not leave their employees.

According to the director of Fushun Haili Machinery Manufacturing Co., Ltd.: "there are 114 employees in the enterprise now, and the number of employees is the same as that of last year.

Because the current enterprise order is few, can not use too many people to work at all, but the boss of the enterprise still insists on not reducing staff.

Let some workers take turns to work, such as welding workers to less than 50% of the work, salary is about 60% of the original salary, to ensure the basic cost of living for workers.

And promised to live longer and pay overtime.

Emphasis should be placed on training and selecting internal talents.

Some enterprises have gradually strengthened their training to the grass-roots management positions or technical posts by increasing training, so as to increase the wages and benefits of old employees and their status in the company, so as to achieve the purpose of retaining talents.